A new executive order widened restrictions on collective bargaining across the federal government. That move also reopened a short window for agency leaders to exempt employees from the ban. With the clock running out, major federal unions are urging the Department of Veterans Affairs to restore bargaining rights for most VA employees.
Earlier this year, the administration limited unions at many agencies under a “national security” rationale, while allowing VA and Defense to carve out exceptions. VA leadership used that flexibility in a few places—mainly where unions had filed few grievances or avoided direct clashes with workforce policies.
The latest order resets the process and gives senior officials another chance to shield more bargaining units. The deadline hits Friday.
In a joint letter, the leaders of IAM, NFFE, NAGE, AFGE, National Nurses United, and SEIU asked VA leadership to act now. Their message is straightforward: most VA employees do not perform “national security work” as the primary function of their jobs, and removing bargaining rights has undercut the mission.
Union leaders say the past several months tell the story:
Staffing shortages at VA facilities have grown.
Morale has dropped.
Hiring and retention have gotten harder precisely when patient demand and complexity are up.
They argue that taking away representation didn’t speed service. It strained it.
Legal fights over the administration’s union directives are still moving through the courts. Some orders were blocked and later reinstated as appeals continue. Final outcomes remain unsettled, but day-to-day operations at the facility level can’t wait on litigation.
The Absolute Support View
At Absolute Support, we work where policy meets delivery. Stable, good-faith bargaining helps the VA do its job:
It keeps front-line staff engaged and reduces turnover costs.
It creates clear, workable rules for schedules, assignments, and safety.
It shortens time to implement change because people trust the process.
If VA leadership restores bargaining rights, there’s a practical path forward that protects patient care and keeps facilities running smoothly.
What we can stand up quickly:
Exemption memos and decision frameworks tied to mission needs.
Ground rules and timelines for impact-and-implementation bargaining.
MOUs that lock in staffing stability, grievance triage, and data-sharing.
Communications plans that calm the workforce and set clear expectations.
Bottom line: Restoring bargaining won’t slow the mission. Done right, it speeds it up.
